- Career Page/Website: In addition to posting open positions and your school values and mission, be sure to include contact details and optimize your site for search engines. Talk to us about using our Connect platform to create your own careers page.
- Blog: Updating a blog with relevant posts can help attract candidates for hard-to-fill roles by giving them an inside look at the department they will be joining.
- Job Postings: Beyond listing duties and qualifications, job descriptions should reflect the school’s values and mission and show how each role contributes to the organization as a whole. For more information check out this article.
- Photos and Videos: Adding images to your schools website or career page or blog brings your school’s culture to life, giving potential candidates an inside view of what it’s like to work there.
- Social Media: Maintaining a social media presence and regularly publishing content is a great way to amplify your school’s message, brand and recruitment reach.
- Events: Events can brand your school to talent you’re trying to reach. It allows candidates to not only meet people within your school, but also get an immediate feel for your school’s culture and brand. Job fairs have been one form of this type of marketing function, but that is not the only way to use events.
- Emails: Emails nurture both passive and active candidates through both automated and personalized messages.
- Talent Community: Keeping an engaged database of qualified candidates allows you to make hires more efficiently by having an audience that you can target with messages at different points in the hiring process. This is the real reason that we put the global search platform in Connect.
- Display Advertising: Display ads allow you to be strategic and target passive candidates (unaware of your school/brand) through advertising open positions on competitor pages, running diversity or millennial campaigns, and so on.
The Hiring Funnel
Targeting both active and passive candidates requires a different set of marketing strategies for each audience. For example, passive candidates who are not aware of you might be enticed to apply through display advertisement, while active candidates who are already researching open opportunities could be enticed to apply via targeted emails, newsletters, and job advertisements.